What is I-O?

Industrial-organizational (I-O) psychology is the scientific
study of the workplace. Rigor and methods of psychology are
applied to issues of critical relevance to business,
including talent management, coaching, assessment,
selection, training, organizational development,
performance, and work-life balance.

Friday PM

25. Special Event: Friday, 12:0012:50Grand Centre

Ernest J. McCormick Award for Early Career Contributions
Organizational Entry and Interactionism

This talk covers some reasons for being interested in research on the interaction between people and organizations, focusing specifically on the organizational entry process. The talk also considers the phenomenology of personorganization fit, or what fit means to real people who experience it and make decisions based on it.

Timothy A. Judge, University of Florida, Chair

Daniel M. Cable, University of North Carolina, Presenter

26. Symposium: Friday, 12:001:50Grand East

Work Experience MeasuresMost Used,
Least Validated, Often Overlooked

Work experience information is commonly used as an initial employment screen. While research points to its effectiveness, information on construct and criterion-related validity is limited. Development procedures, content, and legal requirements are in question. This symposium promotes a better understanding of these measures and offers effective development and implementation approaches.

This symposium investigates the effect of personality traits on work behavior from multiple perspectives. Presenters discuss personalitys impact on affective experiences at work, its role in personorganization fit, in team settings, through various motivational (state) determinants of performance, across different situational demands and opportunities, and changing work demands.

Cross-cultural research on work and family is scarce. Most studies have been developed in Anglo-Saxon countries. The objective of this symposium is to gather scholars from four continents to discuss how different legislative, cultural, and organizational contexts and value differences between cultures influence the experience of work-family conflict.

Aminah Ahmad, Universiti Putra Malaysia, Conflict Between Work and Family Roles of Employed Women in Malaysia

Steven A.Y. Poelmans, IESE Business School, Tammy D. Allen, University of South Florida, Paul E.
Spector, University of South Florida, Carly S. Bruck, University of South Florida, A 9-Nation Study of WorkFamily Conflict and Job Satisfaction

Nini Yang, San Francisco State University, Effects of IndividualismCollectivism on Perceptions and Outcomes of WorkFamily Interfaces: A
Sino-U.S. Comparison

What the Scientist-Practitioner and Clinical-Scientist
Can Learn From Each Other

A consequence of the balkanization between health care providers and other psychologists is the loss of dialogue regarding synergies between clinical and I-O training and praxis. The roundtable participants will share their experiences integrating clinical and I-O psychology in their academic programs as well as their consulting practices.

Most practitioners find themselves caught off guard when they are notified that their selection procedures are being investigated by the
EEOC. A speaker representing EEOC, a former EEOC commissioner, and panelists with vast experience in employment litigation will share their perspectives on how best to respond.

This symposium describes a research program designed to (a) identify likely changes in a set of U.S. Army noncommissioned officer jobs and (b) develop tools for a human resource system to identify and develop individuals with the knowledge, skills, and aptitudes to excel in these jobs in the future.

This symposium examines several different issues in global assessment, including expatriate selection and assessment, performance management and evaluation, and coaching. The results suggest that I-O psychology research should be applied with caution. Discussants will comment from both an applied and academic perspective on the papers.

Sexual Harassment in Organizations: Multilevel Perspectives for Theory and Research

This session presents research on sexual harassment that spans the individual, group, unit, and organizational levels of analysis. These papers illustrate how the adoption of perspectives at different levels of analysis can highlight new research questions and provide insights into the antecedents and consequences of harassment.

Michele J. Gelfand, University of Maryland, Co-Chair

Jana L Raver, University of Maryland, Co-Chair

Carra S. Sims, University of Illinois at Urbana-Champaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, The Effects of Sexual Harassment on Attrition: Time Dependent Modeling

Jana L. Raver, University of Maryland, Michele J. Gelfand, University of Maryland, Sexual Harassment in Work Groups: An Examination of Group-Level Antecedents and Consequences

Cari A. Cohorn, University of Illinois at UrbanaChampaign, Carra S. Sims, University of Illinois at UrbanaChampaign, Fritz
Drasgow, University of Illinois at UrbanaChampaign, Leadership Efforts, Organizational Climate, and Sexual Harassment on United States Military Bases

Patrick Wadlington, University of Illinois at UrbanaChampaign, The Generalizability of a Sexual Harassment Model Across Organizations

Louise F. Fitzgerald, University of Illinois at UrbanaChampaign, Kurt Kraiger, University of ColoradoDenver, Discussant

Organizations are faced with the challenge of attracting and retaining the rapidly growing number of Hispanic workers. This panel discussion considers (a) the extent to which current human resources practices are effective with Hispanics and (b) ways of aligning human resources practices with the needs of a multicultural workforce.

Application of Relative Importance Methodologies
to Organizational Research

How best to determine the relative importance of predictors in regression has been debated for over 70 years. Recently, new methods have been proposed that appear superior to traditional approaches. The current session describes how these new methodologies may be incorporated into a number of substantive areas within I-O psychology.

This session highlights the historical critique of ipsative measures for selection and aims at revisiting the current preference of normative instruments for selection. Domestic and international research will point out the practical benefits of ipsative measures. Legal risks of deploying ipsative selection measures will be assessed as well.

Cross-cultural research in general, and Chinese management research in particular, is at a crossroad. In this session, top scholars from the East and the West will address issues related to opportunities and challenges in Chinese management research, and emphasize new research directions (e.g., creative theorizing, indigenous research, and multilevel considerations).

This conversation hour will explore the behavioral competencies required of individuals working within diversity leader roles. An interactive discussion will be facilitated in which the audience will have the opportunity to hear and discuss key example incidents of successes and challenges encountered by diversity leaders while working on diversity initiatives.

Constructive-developmental psychology pays particular attention to the underlying knowledge principles by which people make sense of themselves and their experience. The presenters demonstrate, through theory development and research findings, how this perspective can enhance our traditional understanding and practice of leadership development.

Cynthia D. McCauley, Center for Creative Leadership, Chair

David V. Day, Penn State University, Social Constructivist Perspectives on Leadership Development

Craig Bullis, United States Military Academy, Philip M. Lewis, Auburn University, Paul Bartone, United States Military Academy, George B Forsythe, United States Military Academy, Scott Snook, United States Military Academy, A Longitudinal Study of Kegan Developmental Level and Leader Effectiveness

There has been a proliferation of gender diversity initiatives in organizations with little regard to psychological theory. This symposium unites individuals from academic and applied perspectives to present a review of diversity models, efforts to integrate theory with initiatives, and new theory. An academician and a practitioner will be discussants.

Mark D. Agars, California State UniversitySan Bernardino, Co-Chair

Janet L. Kottke, California State UniversitySan Bernardino, Co-Chair

Rosemary Hays-Thomas, University of West Florida, Approaches to Diversity Management: Solutions in Search of Theory

Robert S. Done, University of Arizona, Barbara A. Gutek, University of Arizona, What Makes a Sexual Harassment Policy Effective?

Todays clients demand quicker turnaround on deliverables and increased flexibility, balanced with the need to be cost effective. This panel of consultants will discuss how technology, tools, and practical constraints impact their practice. Emphasis will be placed on balancing theory and practice in light of todays constraints and environment.

This forum will explore cut scores in the public and private sectors in terms of communicating the need for cut scores to key stakeholders, evaluating the impact of cut scores on organizational outcomes, and using statistical procedures to set and evaluate cut scores for selection and training.

The 1999 Institute of Medicine report raised public awareness about the need for research on preventing medical error, but where are the I-O psychologists? This panel will discuss the application of I-O research to the medical setting in areas like safety climate/culture, leadership, error management, and causal attributions of error.

Despite their continued popularity, there is still much debate about what assessment centers (ACs) actually measure. The search for AC construct validity has recently stimulated various streams of research activity. This symposium brings together presenters from the various streams who address more promising approaches for reexamining this 20-year-old issue.

Jeffrey D. Kudisch, University of Southern Mississippi, Chair

David J. Woehr, University of Tennessee, Winfred Arthur, Texas A&M University, Mark C. Bowler, University of Tennessee, An Examination of the Impact of Methodological Factors on Assessment Center Validity

Jeffrey D. Kudisch, University of Southern Mississippi, Brian Hoffman, University of Southern Mississippi, Examining the Relationship Between AC Final Dimension Ratings and External Measures of Cognitive Ability and Personality

Teaching Your First Doctoral Seminar: A Conversation About Teaching Excellence

Few graduate programs provide training in teaching doctoral seminars. This roundtable will thus focus on seminar preparation and execution. Each host (teaching award winners and curriculum experts) has prepared a sample course pack of a syllabus, assignments, and exams, which can be used as models in preparing ones own first seminar.

After modifying the affective events theory (AET; Weiss & Cropanzano, 1996) model, it was tested using structural equation modeling on two different samples. The results suggest that job affect influences spontaneous behaviors, as expected. However, contrary to the predictions of AET, job affect also predicts job withdrawal intentions.

This study examined the mediational role of unmet expectations, trust, and job satisfaction in the relationship between psychological contract violation and negative employee behaviors. Using a sample of employees from a number of different industries, evidence was found for the existence of unmet expectations and trust in the relationship.

We propose ambient stress as a new group-level stress construct. We compared individual and ambient stressor effects on soldier readiness, attachment, and well-being in a large military sample. Both types of stressors accounted for unique variance in several individual outcomes. We discuss implications for research and military personnel management.

46-5 Organizational Cynicism: A Mediated Model of
Organizational Support and Commitment

Data were gathered from university students in three studies. Correlations among cynicism, affective commitment, and perceived organizational support (POS) were computed. Cynicism mediated the relation between POS and affective commitment. Implications include the notion that cynicism toward an organization is a function of a lack of POS.

46-6 Applicant Reactions to Technology-Mediated Interviews: A Field Investigation

This field study examined applicant reactions (N = 970) toward face-to-face as compared to technology-mediated interviews (through videoconferencing or by telephone) at over 300 organizations. Face-to-face interviews were perceived as fairer and led to higher job acceptance intentions than videoconferencing and telephone interviews; perceived interview difficulty did not differ across interview medium.

Monetary incentives have been shown to increase survey return rates in public surveys. No research has demonstrated this finding for internal company-wide surveys. A total of 7,268 employees at an international retailer were sent a training-needs survey, some of whom received a dollar. The $1 incentive increased response rates by 37%.

46-8 Using Biodata to Assess Attitudes of Dependability in Temporary Employees

This study proposes that temporary workers attitudes toward dependability can be predicted by using biodata. Six of seven biodata variables tested were consistent with our hypotheses on one or more of four dependability measures. Attitudes towards dependability were associated with education level and parental or guardian upbringing practices.

46-9 Emotion as a Mediator of Work Attitudes and Behavioral Intentions

Affective events theory posits that the relationship between work events and attitudes is mediated by affective reactions to those events. Using an experimental model, where events were manipulated to generate emotional reactions, we show that the effects of events on task satisfaction and behavioral intentions are mediated by affective reactions.

The present study tested a transactional stress model for organizational change including the interaction effect of sex. Data consisted of self-report surveys from 804 Veteran Affairs employees. Study results supported the proposed model and sex as a moderator. Further investigation of the model using multiple measures and methods is needed.

This study examined the role of discrimination perceptions in determining affirmative action attitudes from a justice perspective. A structural equations model (n = 345) supported prejudice as an antecedent and found that perceived discrimination was negatively related to fairness judgments of opportunity enhancement programs but positively to evaluations of preferential treatment programs.

This study investigated the role of negative affectivity (NA) in job-stress research, using a sample of 2,929 public sector middle managers. Two hypotheses were tested: that NA acts as a biasing variable, and that NA acts as a substantive variable operating through the hyper-responsivity mechanism. Neither hypothesis was supported.

The purpose of this study is to examine the relevance and representativeness of traditional measures of job satisfaction such as the JDI and the MSQ for telecommuting employees and create a job-satisfaction measure tailored to telecommuting employees.

We compared fairness reactions to situational and experience-based interviews among a sample of 115 college students in a simulated hiring scenario. Although participants preferred the experience-based interview in terms of process fairness, work experience moderated the effects of interview type on outcome fairness.

This study examined the longitudinal effects of job demands and social support on employees stress and health among 496 employees in China. Results show that job demands had curvilinear relationships with stress and health. Moreover, the study found that social support moderated the relationship between job demands and health consequences.

46-16 The Impact of Interpersonal Effectiveness on Procedural Justice Reactions

The effect of gender, interpersonal effectiveness, and their interaction on applicants reactions was investigated. Results indicated a significant main effect of interpersonal effectiveness on perceptions of the test administrator, impressions of the organization, and self-esteem, but no gender or interactive effects.

46-17 Intercorrelations Among Dimensions of Pay Satisfaction: A Meta-Analysis

Six meta-analyses were conducted to estimate the correlation across four dimensions of pay satisfaction as assessed by the Pay Satisfaction Questionnaire (PSQ). Across 24 to 28 samples (Ns ranging from 9,236 to 10,926), mean observed correlations ranged from .39 to .70, and reliability corrected correlations ranged from .43 to .83.

Although a common phenomenon, explanations of workplace envy are rare. Four hypotheses were derived for understanding employee envy. Results for employed MBA students (on self-esteem, sense of control, and envy) with mediator and moderator analyses supported predicted relationships. Findings indicate the utility of envy for explaining reactions to interpersonal stress.

This study tests hypotheses regarding interviewer-related factors that discourage structured interview usage among HR representatives. Concerns regarding discretion, personal contact, time efficiency, and self-perceptions of being good judges of character are negatively related to structured interview usage, whereas participation in interviewing workshops and being conventional have positive relations.

Using a multivariate second order factor latent growth modeling approach, we examined (a) the true change in the dimensions of organizational commitment and how the intraindividual change in commitment levels across time predicted turnover and (b) how change in each commitment dimension is related to change in the other dimensions.

46-21 Antecedents and Outcomes of Affective Organizational,
Supervisor, and Work Group Commitments

Three longitudinal studies investigated the usefulness of distinguishing among employees affective commitments to the organization, supervisor, and workgroup. Study 1 found these commitments to relate differentially to theorized antecedents. Organizational commitment was a strong predictor of turnover (Study 2) and commitment to the supervisor of job performance (Study 3).

We tested the happy/productive worker thesis by (a) assessing the relationship between job satisfaction and performance and (b) assessing the relationship between psychological well-being and performance. Results were supportive. Hierarchical regression analyses determined that both psychological well-being and job satisfaction accounted for incremental amounts of variance in job-related performance ratings.

This study tests a model that integrates the faking literature with organizational justice theory in selection contexts. Results indicate that perceptions of the process fairness of a selection procedure relate to applicant faking behavior, such that those who have more favorable perceptions of fairness are less likely to fake.

The effects of aesthetic and semantic characteristics of corporate Web sites on job-seeker attraction was examined. Participant reactions to the aesthetic properties of corporate Web sites accounted for a larger proportion of variance in employment-pursuit intentions than perceptions of organizational characteristics. This finding is consistent with prior theoretical work.

Many organizations are putting their employee surveys online. We investigated workers reactions to this trend by examining a military organizations transition to Web-based personnel surveys. Despite some initial anonymity concerns, opinion data from military and civilian employees, which were gathered before and during implementation, suggested the electronic survey was well-received.

In support of affective events theory, the present research found that some job behaviors (organizational citizenship behavior and work withdrawal) are primarily consequences of affect, while others (job withdrawal) are primarily consequences of job attitudes. We also present preliminary evidence that emotional labor is related to affect and job attitudes.

Relationships among union experiences, pro-union attitudes and pro-union behaviors at both individual and local-district levels of analysis were hypothesized and tested. Evidence from individuals and aggregates supports homologous constructs and processes at the two levels.

Conflicting heuristics in the physical attractiveness bias literaturethe what is beautiful is good stereotype, and the beauty is beastly effect were tested in a stimulus sampling procedure using over 200 photographs. Stimuli were rated on attractiveness and on employment suitability for male and female sex-typed jobs.

Student contact and personality factors were significantly related to job burnout. However, coping had a significant moderating effect on these relationships. Results of the current study indicated that the effectiveness of coping strategies on reducing job burnout varied by the type of individual and the surrounding pressures from the environment.

Antecedents and consequences of burnout were investigated using 267 South Koreans. Customer Contact and MBI were translated into Korean and had similar measurement characteristics and structures to U.S. samples. Work overload and customer contact were found to be related to burnout which was related to involvement and turnover intention.

Different aspects of computer self-efficacy beliefs are linked to important outcome variables affecting use of and resistance to information technology. The implications of these findings regarding training and technology support in organizations are discussed, and avenues for future research are suggested.

Job satisfaction is one of the most researched variables in industrial-organizational psychology, yet the research has produced few answers. A fresh approach was taken in this study, based on the theorizing of Carol Gilligan. Regression analyses revealed a significant three-way interaction between ethic of care opportunity, gender, and relational self-definition.

This study used a thought listing protocol to compare situational and behavioral structured interview questions in terms of interviewee thought processes and interviewee reactions to the interview questions. Results suggest that there are substantial differences in the respondents cognitive processes evoked by these interview question types.

The current study assessed the psychometric properties of the 83 items in the Applicant Reaction Scales. Based on principal components analyses and reliability analyses, 13 scales emerged. Scales demonstrated distinct factor loads and solid internal consistency estimates. Convergent validity was assessed by comparing the ARS with the Selection Fairness Survey.

There is evidence that predictive validity can be enhanced by designing personality tests that evoke particular cognitive response processes. This study utilized a simulated selection setting to examine the effect of item characteristics and warnings against faking on the thought processes underlying personality-test responses and item-response alternative endorsements.

46-36 Removing Barriers: Attitudes Towards People With Disabilities in the Workplace

Using a measure being developed for the workplace, this study examined the prevalence of negative attitudes towards people with disabilities along two dimensions: general affect and work and policy issues. The findings indicate that negative attitudes are most prevalent among males and new business and law graduates entering the workforce.

Item response theory was used to examine item parameters and item and test information functions for shortened versions of Allen and Meyers (1990) affective and continuance commitment scales. Results indicated acceptable item parameters; however item information was not available for a broad range of the affective and continuance commitment continua.

The present study examined whether employees differentiate between three social exchange variables: perceived organizational support, team-member exchange, and leader-member exchange. The results demonstrated that team-member exchange is distinct from perceived organizational support and leader-member exchange, and accounts for unique variance in predicting the altruism dimension of organizational citizenship behavior.

Two studies explore how measures of psychological contract fulfillment (expectations, met-expectations, perceived organizational inducements and sufficiency) are related to affective organizational commitment. Most support was found for a measure in terms of perceived organizational inducements and sufficiency. Sufficiency functioned as mediator in the relationship between inducements and commitment.

46-40 The Longitudinal Effects of Internet Implementation on Work Attitudes

This study looks at an organizations adaptation to Internet access over time (pre-, during-, and post-implementation). Unit-level stress, workload management, and job satisfaction are analyzed at three periods. The 72 work units displayed decreasing levels of stress from pre-implementation. Job satisfaction perceptions improved consistently across time.

This study adopted a person-organization fit framework to examine whether employees perceptions of organizational strategy for adaptation predicted (a) their commitment to the organization and (b) their intentions to stay and whether these two relationships were moderated by perceived alternative jobs. Support was found for both hypotheses.

Although task satisfaction is commonly used as a variable in various laboratory experiments, a consistent and unified approach to measuring the construct across settings (and disciplines) does not exist. This study used a theoretically driven, multistep validation process to create a widely applicable measure of satisfaction with laboratory tasks.

46-43 The Effects of Social Information on Fairness Evaluations and Retaliation

We studied the effects of social information on fairness perceptions and reactions. Participants overheard peers discussing an authoritys reputation (unfair, fair, or control). The authority then either did or did not provide a social account for an unfavorable event. Peers fairness perceptions interacted with authoritys treatment to predict participants retaliation.

46-44 Examining Dimensions of Applicant Reactions to the Employment Interview

This study evaluated the simultaneous effects of a number of situational and dispositional factors related to reactions to the employment interview. Results established support for the effects of interview structure and procedural justice as predictors of reactions, and a moderating effect of self-efficacy on the structure-reactions relation.

In this study, we examined a theoretical model that integrates organizational climate, job satisfaction, contextual performance behaviors, and customer satisfaction. Structural equation analyses showed that turnover intentions and the extent to which employees focused on helping one another, rather than customers, influenced customers satisfaction with the organizations products and services.

Participants took a computer-adaptive test (CAT) that varied in length. The results suggest that extremely short CATs are viewed more unfairly because examinees do not feel they had sufficient opportunity to perform on the test. However, providing information regarding how CATs work ameliorates some of the negative effects.

Reactions of 272 future job applicants to either a face-to-face or videoconferencing strategy were measured. Results suggest a preference for the face-to-face vignette, possibly due to lack of cues perceived during the interview, leading to a negative effect on perceptions. Individuals level of self-consciousness did not play a moderating role.

46-48 Trust and Social Exchange in Psychological
Contract-Performance Relations

Using a social-exchange framework, we explored the impact of trust on the mediating effect of psychological contracts in relations between organizational inducements and both in-role and extra-role performance. High-trust employees reactions to inducements differed from those of low-trust employees with stronger links to relational contracts and performance.

Hierarchical multiple regression analysis was used to assess the joint and separate effects of perceived employer obligations and perceived employee experiences on a variety of work attitudes. This approach to assessing psychological contract breach suggested that experiences alone influence overall levels of attitudes, although breach might predict temporal attitudinal changes.

46-50 IndividualismCollectivism: A Predictor of Job Satisfaction and OCB

The main purpose of the survey study was to examine if individualismcollectivism (IC) could predict job satisfaction and OCB. Participants were 162 employees of several organizations in the southeastern area of the United States. Collectivism was found to have significant relationships with both job satisfaction and OCB.

Shaobang Sun, HumRRO

Submitted by Shaobang Sun, ssun@humrro.org

46-51 Psychometric Assessment of a Scale Measuring Somatic Health

We evaluated the psychometric properties of a somatic health scale. Exploratory and confirmatory factor analyses of the measure revealed four dimensions of somatic health. The factor structure, along with correlations between the somatic health dimensions and a measure of psychological health, provide evidence of the scales construct validity.

This symposium will explore the impact of different foci or sources of (in)justice. Taken together, the four empirical papers presented here examine the effect of the supervisor, the structure of the organization, and the immediate work team on effective job performance and organizational citizenship behaviors.

Russell S. Cropanzano, Colorado State University, Chair

Steven Blader, New York University, How do Employees Define Procedural Justice? Procedural Function and Source as Dimensions of Procedural Justice Evaluations

Long-term collaboration between scholars is relatively rare. In this panel discussion, Lyman Porter will host a discussion with Ed Locke and Gary Latham concerning the reasons behind their successful 25-year collaboration. Porter will pose a series of questions to each panelist and then discuss his own 12-year collaboration with Ed Lawler.

When data from psychological surveys are arranged in an appropriate manner within organizations, a Hierarchy Effect inevitably appears. People in more favored situations, such as higher ranks or pay grades, respond more optimistically. The effect is particularly prominent among individuals in leadership positions. While the most apparent explanation, Being at the top leads to optimism, is quite seductive, an alternative explanation,Optimistic people more often make it to the top, is also quite appealing.

Allen I. Kraut, Baruch College/Kraut Associates, Chair

David P. Campbell, Center for Creative Leadership, Presenter

50. Symposium: Friday, 2:002:50York

Cross-Situational Validity of Cognitive Ability: The Rest of What We Needed to Know

Cognitive ability is an important predictor of individual job performance. Presented here are validity generalization analyses from European countries, a second order meta-analyses of the existing meta-analyses on American samples, the applicability of cognitive ability tests developed in educational settings for predicting job performance, and bias analyses in European contexts.

Jan te Nijenhuis, University of Amsterdam, Use of Cognitive Ability Tests for the Assessment of Third World Immigrants

Nathan R. Kuncel, University of Minnesota, Sarah A. Hezlett, Questar Data Systems, Deniz S. Ones, University of Minnesota, The Validity of the Miller Analogies Test in Educational and Work Settings: A Meta-Analysis

Explores Employer of Choice (EoC) via applied research and case studies. Papers present definition in organization research and common drivers of EoC, desired employment branding factors, creating EoC through job design, using EoC as a means to other strategic ends, and changes in desired EoC factors over time.

In todays economic environment, leadership is more important then ever. American Express recently redesigned 360-degree feedback process has resulted in substantial cost savings, a streamlined process and greater developmental value. Through innovative technical solutions, response rates and user satisfaction have increased and leadership feedback development has improved.

Personnel psychologists often find that the goal of cultivating a diverse workforce can compete with the goal of hiring the most skilled workers. This symposium presents research which points out a potential pitfall as well as potential treasure when reconciling these goals, as well as suggestions for future research.

In the past few years, market conditions have forced an increased focus on strategies for managing talent in organizationsprimarily to retain and motivate key employees. This forum will discuss research on three labor market trends as well as evolving strategies to retain key talent in two Fortune 500 organizations.

Linking 360-Degree Feedback to Measures of
Individual and Organizational Behavior

Despite its widespread use, not enough is known about what 360-degree feedback really measures and relates to in the workplace. This symposium presents applied research that provides insight into the meaning and usefulness of 360-degree feedback by linking 360 ratings to other measures of individual and organizational behavior.

Despite the widespread use of organizational surveys, many people still question their value beyond being simply an expensive barometer check. Drawing on a wide range of internal and external experiences and applied research, this session will explore several different perspectives on making survey efforts more effective in organizational settings.

Allan H. Church, PepsiCo, Chair

Janine Waclawski, PricewaterhouseCoopers, The Role of the Survey Practitioner in Debunking Survey Myths

While considerable attention has been devoted to the development of technically sound interventions, little attention has been paid to ensuring their survival in organizations. If the benefits associated with these interventions are ever to be fully realized, implementation complexities must be resolved. This forum offers practical guidance for implementation success.

Managing Knowledge in Organizations: Are I-O Psychologists in the Loop?

Knowledge management is a hot trend in organizations today. Yet despite its clear role as an organizational change effort, I-O psychologists are surprisingly uninvolved. This panel discussion addresses current trends in knowledge management, as well as how I-O psychologists can help organizations with their knowledge management challenges.

Performance: The Forgotten Criterion Variable
in Occupational Stress Research

Working from the premise that too little attention has focused on the impact of job-related stressors on employee performance, this symposium will explore some of the complexities of examining relations between stressors and performance, highlight relevant empirical research being done, and examine directions this research may take in the future.

Gary A. Adams, University of WisconsinOshkosh, Chair

Steve M. Jex, University of WisconsinOshkosh, Greta Lax, University of WisconsinOshkosh, Stress and Performance: A Multiple Criterion Approach

Jeffrey L. Thomas, U.S. Army Medical Research Unit-Europe, Steve M. Jex, University of WisconsinOshkosh, Relations Between Stressors and Job Performance: An Aggregate-Level Investigation Using Multiple Criterion Measures

Paul D. Bliese, Walter Reed Army Institute of Research, Jeffrey L. Thomas, U.S. Army Medical Research UnitEurope, Steve M. Jex, University of WisconsinOshkosh, Job Strain as a Mediator Between Stressors and Performance: Evidence from the Field

Marcie Lepine, Cornell University, Jeffery A. LePine, University of Florida, Christine Jackson, University of Florida, Effects of Challenge and Hindrance Stress on Performance and Strains

Dimitri van der Linden, University of Amsterdam, Michael Frese, University of Giessen, Fatigue, Strategies, and Performance

Contributions from Belgium, France, South Africa, Spain, and the USA to the study of personality at work in a cross-cultural context are presented. The relationship between the Big Five personality dimensions and job performance and other organizational criteria are analyzed as well as the leadership and customer-service orientation characteristics. The development of an inventory for assessing personality across cultures is illustrated.

Deniz S. Ones, University of Minnesota, Chair

Jesus F. Salgado Velo, University of Santiago de Compostela, Big Five Maximizing the Prediction of Organizational Criteria by Using Composites

Developmental work experiences have become increasingly recognized as powerful means of growing key leader attributes. However, a paucity of research exists detailing the influence and moderators of such experiences on leadership criteria. This symposium presents conceptual and empirical research on developmental work experiences, leader attributes, and leadership outcomes.

Stephen J. Zaccaro, George Mason University, Co-Chair

Deanna Banks, Sytex/George Mason University, Co-Chair

Paul Tesluk, University of Maryland, Lisa Dragoni, University of Maryland, Joyce E. A. Russell, University of Maryland, Utilizing Work Experiences to Develop Managerial Talent and the Role of Learning Orientation in Maximizing On-the-Job Learning

Paige Bader, George Mason University, Patrick J. Fleming, George Mason University, Stephen J. Zaccaro, George Mason University, Herbert F. Barber, U.S. Army War College, The Development of Work Experiences on Adaptability

Virtually Hired? The Implications of Web Testing for Personnel Selection

Accompanying the obvious conveniences of Internet employment testing are other important concerns, issues, and implications. The following presentations address effects of Internet selection systems on corporate image, Web and paper-and-pencil equivalence of personality tests and biodata, and effects of unsupervised Web testing on cheating and socially desirable test responding.

Grassroots I-O Psychology:
Challenges and Opportunities for Local I-O Organizations

This session will inform the audience about the services that local I-O organizations offer, as well as provide a forum for members of local I-O organizations to network and learn both from the improvements these organizations have made and the challenges they face in leading and growing their organizations.

Job classification will be discussed integrating research and practice of classification methods and addressing issues facing practitioners. Previous research and new field data on job classification will be presented. Methods used in two government agencies will be compared. Dr. Kenneth Pearlman will integrate discussions and comment on various classification approaches.

This panel discussion will address topics related to common employment process issues for which there is little to no guidance from legal or professional guidelines. The discussion will be focused on best practices related to testing policies, contract workers, transportability, internal/external applicants, and other relevant topics.

The U.S. Postal Service spent $1.2 billion on sick leave last year. Unscheduled leave is particularly costly. By enhancing supervisors skills and using innovation information technology tools, USPS is reducing absenteeism by up to 50%. Productivity and morale are increased as employees are held more accountable for attendance and performance.

A nonmathematical presentation of concepts such as attractors, bifurcations, chaos, self-organization, catastrophe, and fractal dimension, and how they have advanced knowledge concerning organizational change, motivation, creativity, coordination, leadership emergence, hierarchical processes, and the control of dynamics. Applications with the strongest empirical support and strongest internal connectivity are emphasized.

As the practice of I-O psychology becomes more and more reliant on information technology, I-O practitioners must deal with many issues that arise when developing and implementing an IT solution. Presenters in this forum will discuss lessons learned from their experiences, and provide recommendations for future development efforts.

This symposium illustrates various applications of DIF/DTF methodology to study the comparability of performance ratings, tests administered across different media, and the effects of bias on educational and organizational selection decisions. We propose two methods for evaluating the magnitude of bias in an organizational context.

Fritz Drasgow, University of Illinois at Urbana-Champaign, Chair

Siang Chee Chuah, Boston University, Fritz Drasgow, University of Illinois at UrbanaChampaign, Brent Roberts, University of Illinois, Practical Applications of DIF/DTF: The Equivalence of Internet and Paper-and-Pencil Personality Assessments

Casey Mulqueen, American Institutes for Research, Nambury S. Raju, Illinois Institute of Technology, Identification of Latent Constructs and Assessment of Measurement Equivalence Across Rating Sources on a 360-Degree Feedback Instrument

Sasha Chernyshenko, University of Illinois at UrbanaChampaign, Stephen Stark, University of IllinoisUrbana Champaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, Identifying Causes of Differential Item Functioning Using Optimal Appropriateness Measurement

Stephen Stark, University of Illinois at UrbanaChampaign, Sasha Chernyshenko, University of Illinois at UrbanaChampaign, Fritz Drasgow, University of Illinois at UrbanaChampaign, Examining the Effects of Differential Item/Test Functioning (DIF/DTF) on Selection Decisions: When do Statistically Significant Effects Become Practically Important?

What might full inclusion look and feel like at SIOP and elsewhere? How can we ensure that each of us, with our differences, is highly valued and fully included? In this dialogue session, sponsored by CEMA, we can jointly discover our collective wisdom on these topics.

Presentations in this symposium will describe recent research efforts that the Department of the Navy has undertaken to quantify Quality of Work Life (QOWL). Implications of this research for future research and for current and future practice will be discussed.

Work Group Composition and Effectiveness: Personality, Diversity, and Citizenship

The rising prevalence of work teams highlights the need for the effective staffing of teams. Key for team staffing is group composition, or mix of members individual characteristics, such as personality and behavior. This symposium includes four empirical studies of group composition in relation to indicators of work team effectiveness.

Tjai M. Nielsen, RHR International, Co-Chair

Terry R. Halfhill, University of North Texas, Co-Chair

Terry R. Halfhill, University of North Texas, Eric Sundstrom, University of Tennessee, Jessica Lahner, University of North Texas, Wilma Calderone, University of North Texas, Tjai M. Nielsen, RHR International, Personality Composition and Group Effectiveness: A Meta-Analysis

Susan Mohammed, Penn State University, Linda Angell, Victoria University of Wellington, Demographic and Psychological Diversity in Workgroups: Examining the Moderating Effects of Team Orientation and Leadership on Conflict over Time

Dawn D. Burnett, University of Tulsa, Joan R. Rentsch, University of Tennessee, Jacqueline A. Zelno, University of Tennessee, Composing Great Teams: The Role of Person-Perception in Building Team Member Schema Similarity

Tjai M. Nielsen, RHR International, Eric Sundstrom, University of Tennessee, Terry R. Halfhill, University of North Texas, Organizational Citizenship Behavior and Work Team Performance: A Field Study

The explosive growth of 360-degree feedback has happened alongside revived interest in personality. This session is targeted to those who use both tools. Topics include nonlinear personality-performance relationships; rater personality, rating format, and context effects on accuracy; interpersonal incompetence and performance ratings; and guidance for using the MBTI alongside 360s.

Robert B. Kaiser, Kaplan DeVries Inc., Co-Chair

S. Bartholomew Craig, Kaplan DeVries Inc., Co-Chair

David V. Day, Pennsylvania State University, John Hausknecht, Pennsylvania State University, Non-Linearity in Personality-Performance Relationships: An Examination of Source Effects

Two samples of incumbents in a large, multinational organization completed both direct and indirect measures of Person-Organization fit. Multiple regression analyses suggest that the two methods are not necessarily equivalent measures, and that both methods account for unique variance in criterion measures of affective commitment, turnover intentions, and job satisfaction.

75-2 Mentorship Quality: The Role of Relational Characteristics and Expectations

We examined communication, respect, and perceived similarity as mediating the relationships between gender similarity with mentorship quality and age differences with mentorship quality using data collected from mentors and proteges. Some evidence for mediation was found. Results also indicated met expectations moderated the relationship between psychosocial mentoring and mentorship quality.

The present study provides a meta-analytic review of the benefits associated with mentoring for the protege. Findings include that career mentoring and psychosocial mentoring differ in their relationship to the benefits studied in that career mentoring demonstrated generally stronger effects, particularly as related to objective career success indicators.

Data collected from both supervisors and their direct reports was used to examine supervisor demographic and trait variables associated with supervisor work-family support and flexibility. Results indicated that supervisor gender, parental responsibility, wanted control, and consideration each demonstrated links with supervisor workfamily support.

We examined how the origin of an applicants disability, the status of the job he/she was applying for and the level of test accommodation provided, influenced perceptions of HR professionals in terms of what was a reasonable preemployment testing accommodation. Results revealed significant interaction effects for all three factors.

We used a policy-capturing methodology to investigate the role of accountability; whether a manager is personally to blame for unfair interpersonal treatment in predicting fairness judgments, resentment, and retaliatory intentions. Some initial support was found for our hypotheses.

75-8 Ethnicity and Gender Differences in Organizational Experiences: A Field Study

Using a sample of 7,074 employees in a company, the present study examined potential differences in organizational experiences (e.g., perceived diversity, employee development) among men and women of four ethnic groups (White, Black, Hispanic American, and Asian American). Results showed that these four groups of employees differed in their organizational experiences.

75-9 Job-Related Outcomes of Discrimination: A Study of Nontraditional Workers

Extending previous research, the current study surveys women in a male-dominated industry and their supervisors. Both organizational and personal discrimination are associated with self-reported negative outcomes including job stress, satisfaction, and turnover intentions. Discrimination is also related to supervisor reports of interpersonal behaviors, but not job performance.

Recent research suggests that there may be racial differences in the attraction of starting salaries. The present study examined the interaction between race and starting salary on salary perceptions and organizational attractiveness. Hispanics, Asian Americans, and Whites exhibited positive effects of salary whereas Blacks exhibited no effect.

Twenty-six gay and lesbian and 24 heterosexual couples participated in a field study examining work and family issues. Relationships between family involvement and workfamily conflict were found among gays and lesbians. Furthermore, partners workfamily conflict accounted for significant variance in individuals workfamily conflict for heterosexual couples, but not for gay and lesbian couples.

Recognizing the distinction between formal and informal organizational support for work and family, the current study examines the relationship between two forms of informal support, workfamily culture and supervisor support, on several outcomes, including workfamily conflict; positive spillover; commitment; and job, life, and family satisfaction among a national sample.

This paper investigated relationships between leadership effectiveness as measured by 360-degree ratings and responses to an organizational culture survey. Significant correlations were found among the scales of the instruments. Relationships were strongest for upper-level managers and significant correlations were found across rater groups. Implications for research and practice are are discussed.

We investigated subgroup differences on two paper-and-pencil test formats on a promotional exam designed to measure the same content in a sample of African-American and White firefighters. Subgroup differences and, consequently, adverse impact were lower for the write-in/mark-in than the multiple-choice test format.

The relationship between a constituency-based model of commitment and 10 aspects of organizational climate was examined. While significant results were found between each commitment constituency and the organizational climate characteristics, there were not significant differences between them as was hypothesized.

75-17 The Effectiveness of Strategies for Coping with WorkFamily Conflict

Workfamily conflict is associated with a variety of strain indicators, yet there are few identified moderators of those relationships. We found that problem-focused and emotion-focused coping both attenuated the effects of work interference with family (WIF) on job satisfaction. Neither coping strategy moderated the effect of WIF on somatic complaints.

75-18 Gender, Outcome Expectancies, and the Use of Family-Friendly Programs

Little is known about factors influencing the use of family-friendly programs. We found that actual use of family-friendly programs was quite low, but women intended to use them more than men. There were significant effects for work- and family-outcome expectancies, and work-outcome expectancies moderated the effect of gender on intentions to use the programs.

75-19 Which Instrument for Measuring Core Dimensions of Organizational Culture?

The review of current organizational culture questionnaires reveals the difficulty to identify a set of cultural dimensions sufficiently relevant across a large range of organizations. Moreover, few instruments satisfy psychometrics requirements recommended for cultural measures. Consequently, this study aims at developing and validating a new generic instrument to assess culture.

This paper addresses the increasingly important issue of employer liability for workplace violence. We examine different theories of legal liability and a variety of scenarios in which employers may be held liable under those theories, with an eye to providing useful information for both researchers and employers.

75-21 Evaluation of Female Leaders: The Role of Attitudes and Motivation

This study examines two factors which may influence individuals evaluation of female leaders. In general, we found that the assessment of stereotypical attitudes using implicit measures as opposed to explicit measures as well as individuals motivation to control these stereotypical attitudes play important roles in the determinants of ratings.

This investigation focused on integration-level effects during a corporate acquisition. Results indicated that within the acquirer, employees in business units undergoing a high level of integration activities reported significantly lower ratings on supervisor effectiveness and workload approval than employees in low integration units. Potential explanations and implications are discussed.

75-23 Stereotypes of Black Male Managers and Professors: Scale Development

Recent research has demonstrated that the measurement of specific race/gender stereotypes is needed to examine the issue of biased performance ratings. This paper describes the development of two scales that measure stereotypes of Black males in two professions (professors and managers). Usefulness of the scales in performance appraisal is discussed.

The results of this cross-cultural study indicate that organizationally shared leadership preferences for feminine leadership characteristics are related to higher proportions of women in management. More importantly, the findings suggest that having an organizational culture supportive of gender equity is more important for womens advancement than organizationally shared leadership preferences.

Using Schneiders (1987) ASA framework, this paper examines the relationship between organizationally shared personality and culture, along with the moderating role of organizational age. Data from 467 individuals in 32 organizations indicated that culture values predicted specific shared personality traits or values. Relationships tended to weaken as organizational age increased.

A model of fit between work and family social systems is developed. Workfamily fit incorporates conflict but expands on organizational psychology research on workfamily to include other perspectives and integrates research from other social sciences. Implications over time are discussed, and 25 testable research propositions are developed.

A measure of boundary strength between work and nonwork domains was developed. CFAs revealed that a two-factor model provided an acceptable fit to the data, confirming the importance of differentiating work-to-home and home-to-work boundaries. The results of a scenario study reinforced the importance of maintaining a strong work-to-home boundary.

75-29 Relationships of the Big Five to WorkFamily Conflict and Facilitation

Using a national, random sample, this study investigated the relationship between the Big Five and conflict and facilitation between work and family roles. Results indicated that different personality traits were related to the degree of conflict and facilitation and that conflict predicted negative work outcomes whereas facilitation predicted positive outcomes.

Socialization research has attempted to identify relevant information domains (types) and evaluated differential perceived usefulness (Bauer, Morrison, & Callister, 1998). The current primary findings suggest that retail supervisors perceive job-related domains as more useful to successful socialization than nonjob-related domains, also political and social domains are perceived as less useful.

75-32 Psychological Climate Crystallization:
A New Look at Employee Perceptions

Recently, the within-rater variance of psychological climate perceptions has been found to moderate the relationship between climate and organizational outcomes. This study replicates and extends previous findings with a new sample, a different climate operationalization, and additional outcomes. Implications on understanding psychological climates cognitive structure are discussed.

75-34 Individual Differences and Barrier Characteristics
on Perceptions of Career Barriers

The impact of individual differences and career barrier characteristics on perceptions of barriers was investigated. Career barriers were manipulated in a 2 x 2 design (high/low on difficulty and suddenness). Individual differences and barrier characteristics were found to be important in shaping perceptions of career barriers.

This paper studied the relationship between the influence of business travel on the family and family cohesion, flexibility and communication, and perception of business travel. The results indicated that families with moderate family characteristics and positive perception would be less influenced by business travel than those families without.

Using a management sample from a large U.S. retailer, this paper integrates theories of workfamily conflict into a single theory based on three common components: reciprocity, balance, and limited resources presenting a more parsimonious conceptualization. The integrated theory is tested using an extension of the Bedeian et al. (1988) model.

Psychological climate for organizational learning and employee performance was examined. The results suggest that disciplines of organizational learning may reflect multiple levels of climate ranging from the organization to the individual. Individual management of mental models was the only discipline that predicted employee job performance. No disciplines predicted contextual performance.

75-38 Predicting Team Member Exchange and Perceived
Group Performance With Diversity

Survey data collected from different teams and organizations is analyzed to determine if team diversitys effects on TMX and PGP are mediated by time teams have been together, and if TMX adds to the prediction of PGP beyond the variance predicted by team diversity and the time spent in teams.

Lacey L. Schmidt, University of Houston
Edwin de Jose Sellas, University of Houston
Leah Paige Toney, University of Houston
Jason M. Etchegaray, University of Houston
Lois E. Tetrick, University of Houston

This study investigated the role of organizational justice in an individuals decision to initiate legal action against his/her firm based on a termination due to performance appraisal ratings. Distributive, procedural, and interactional justice were predictive of the likelihood and expected success of pursuing legal action.

Two hundred forty-seven participants responded to a Web-based survey assessing factors affecting the traditional career success of college-educated African American men. Further, dominance analysis was used to assess the relative importance of four sets of factors predicting career success in an exploratory mode. Interesting insights were found for this not-so-traditional sample.

75-41 Value For Diversity as a Moderator of Organizational Relationships

This study examines the extent to which the value for diversity moderated relationships involving diversity management among female African Americans. Relationships of organizational commitment and intent to leave to perceived organizational fairness and perceived organizational inclusion were stronger among those employees with higher value for diversity. Implications for diversity management issues are discussed.

The current field study examined the female mentoring experience focusing on mentor/protege characteristics that predicted relationship quality and outcome attainment. Results suggested that when mentors were powerful, knowledgeable, influential, and supportive, proteges benefited. However, African-American proteges perceived their mentors as less helpful and instrumental in obtaining important organizational outcomes.

Although diversity training is fast becoming an integral component of organizations, no empirical research has examined the effects of framing on pretraining reactions. The present study (N = 160) revealed that different types of framing interact with gender to determine attitudes toward diversity initiatives.

This study examines how the parentchild relationship relates to the supervisoremployee relationship and examines how an employees attachment style may relate to job satisfaction. We found that parentchild attachment style is related to supervisoremployee attachment style and secure supervisoremployee attachment is positively correlated with job satisfaction.

75-45 An Experience Sampling Methodology Study of the Antecedents of Vitality

Fifty-two multiple role occupants participated in an experience-sampling study examining the antecedents of vitality in both the work and family domains. Goal progress was positively related to vitality at both the immediate and end-of-day levels of experience. Task demands and aggregated negative affective experiences both influenced vitality levels.

This study attempts to understand negative attitudes toward affirmative action promotion decisions with a goal of mitigating some of the associated problems. Problems that may be experienced by organizations utilizing affirmative action plans are stigmatization of beneficiaries of affirmative action decisions and perceptions of unfairness on the part of nonbeneficiaries.

Consistent with predictions based on gender typing of management positions, a study of 485 upper-level mangers found that in line jobs women received lower performance evaluations than men and in staff jobs women received higher evaluations than men. Also, womens ratings differed more than did mens ratings due to job type.

75-48 Psychological Contract-Related Information Seeking
and the Role of Individual Dispositions

This paper explores the information-seeking behaviors newcomers engage in relating to their psychological contract and addresses the impact of work values (autonomy, advancement, group orientation and economic rewards) and work locus of control. The results of a two-wave longitudinal study are presented, which largely support the proposed relationships.

In this study, we explore individual, organizational, and cultural factors that may affect peoples perceptions of the fairness of family-responsive policies (FRPs)specifically: (a) perceptions of fairness of equity, equality, and equity as allocation norms; (b) impact of requestor control over circumstances surrounding the need for benefits on allocator willingness to allocate benefits; and (c) impact of allocator collectivistic focus. Results indicate that people believe that equality followed by need are the fairest norms for FRP allocation, and are less willing to allocate need-based work/family benefits when the recipient is responsible for the circumstances surrounding the need than when the circumstances are out of the recipients control.

To investigate the relationship between stereotypes of individuals with disabilities and successful managers, 136 graduate and undergraduate business students completed the Schein Descriptive Index. As hypothesized, perceptions of individuals with mental disabilities were highly dissimilar to those of successful managers. Results also demonstrated social preference toward individuals with physical disabilities.

Associations between respondent race and attitudes toward affirmative action plans (AAPs) increased with AAP strength. Among Whites, correlations of AAP attitudes with racial prejudice and political orientation were strongest for AAPs of intermediate strength. A predicted curvilinear effect of AAP strength on attitudes was found among higher-income Blacks.

75-52 Career Management Fundamentals: Metaphors in the
History of Vocational Psychology

This paper presents a metaphor analysis of theories in vocational psychology. By tracing the evolution of career theory over the past 100 years four distinct constellations of theory are identified. Each constellation embraces a unique underlying metaphor that shapes the research questions and interventions that are developed.

Robert J. House will present the major findings resulting from the Global Leadership and Organizational Behavior Effectiveness Research Program (GLOBE). GLOBE is a cross-cultural study of societal institutional practices and values, organizational practices and values, and leadership in 62 cultures. The findings to be presented concern (a) relationships between nine dimensions of societal culture and six dimensions of culturally endorsed leader behaviors and attributes in 62 cultures, and (b) relationships between the dimensions of cultures and culturally endorsed leader behaviors and attributes and observed leader behavior and effectiveness of CEOs in 30 cultures. These findings help to explain how cultures influence the way people in 62 different cultures think about leadership, and the way cultures influence the observed leader behavior and effectiveness of over 1,000 CEOs in 30 of the cultures studied.